Research On Psychological Contract Establishment Of Company X Acquired By Company L

With the continuous development of economy globalization and increasingly fierce market competition, mergers and acquisitions between enterprise becomes more and more frequently, company hope that through mergers and restructuring, improve the economies of scale, capital expansion, enhance enterprise competitiveness. Acquisition is a period with intensity and conflicts, although this is a continuity of the stage, at this stage, the original management style, organization structure and employment relationship have to be changed, the organization can not provide sense of job security and stability to employees anymore. Therefore, it brings anxiety, disturbed and nervous to employees, self-protection and resistance of change to employees and executives, makes distrust between employee and executives. M&A brings to employees psychological pressure which can make employees psychological contract have problems in different degrees, in other words, their old psychological contract has changed, while the new one is in the bud. If it can not be handled properly, it will decrease the productivity, a large number of employees leaving voluntarily, so the labor cost will be increased, it will affect the operating performance and development of the enterprise.Inner psychological contract is invisible, but profoundly affect the behavior and attitudes on both parties of labor relations in organization. It will affect the construction of harmonious labor relations, unlike formal contract, psychological contract is not a stable, written contract, and its content may changes over time and conditions. Therefore, how to actively guide employees' attitude and behavior to build a harmonious psychological contract in different stages of M&A, and to improve the success rate of M&A is the primary task in human resources integration.In this paper, application of human resources integration in mergers and acquisitions at home and abroad and the research achievements of the psychological contract to build, by adopting the combination of theoretical research and case analysis method, through empirical study of L company merger and acquisition of X company, discusses the characteristics of employees'psychological contract in mergers and acquisitions and imbalances, deeply analyzes the problems existing in the psychological contract in the process of M&A and cause analysis, put forward the solutions to eliminate the problem of psychological contract and safeguard based on the dynamic management before, in process and after M&A, finally realize harmonious labor relations.